3 Ways to Win Over Gen Z Jobseekers

Is your company ready for the next round of graduates to enter the workforce? Gen Zs those born between 1995 and 2010, account for 61 million people in the United States. They’re about to begin their careers and bring with them a unique set of skills and values. This generation has never known life without the Internet and grew up with social media and the rapid development of technology.

gen z

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Gen Zs differ greatly from the generations before them, which can be daunting to some employers, but this generation also provides unique opportunities for executives to learn and grow. The following are three factors that can help employers win over Gen Zs looking for their perfect job.

1. Comprehensive Benefits Package

Benefits today go beyond the traditional medical, dental, and 401(k) match. Gen Zs want all of these perks plus additional bonuses. Some new benefit options include lifestyle spending accounts (LSAs), which allow employers to make taxable contributions on employees’ behalf, and wellness stipends, which give employees money to use for various health options.
Gen Zs also plan ahead, which makes child care and parental leave important topics. Parental leave policies rank as the fifth-highest compensation aspect they look for in an employer, so consider establishing longer leave policies for the primary and secondary parent.
Finally, Gen Zs want options to help pay off their student loan debt. Currently, only 4% of organizations offer student loan repayment, providing an opportunity for your company to stand out against competitors.

2. Ways to Advance

In our fast-paced, highly technological society, it’s crucial to continue growing and developing new skills. Gen Zs look for workplaces that allow them to develop in new ways. So, create a learning culture in your workplace. Offer tuition reimbursement for employees to take new classes or attend career-based conferences, or provide internal education opportunities such as lunch and learns or online courses—all just a few ways to show that your company prioritizes professional development.
While cultivating new skills, Gen Zs also require paths for career progression. In fact, this generation wants the opportunity for advancement more than any other benefit. If there are opportunities to climb the ladder, Gen Z is more likely to stay devoted to your company. Eighty-three percent of Gen Zs have stated that they will make employment changes until they find the “sweet spot” where they can achieve their goals.

3. Social Responsibility

Gen Zs have been very active in social movements, championing companies that give back and promote certain causes. Social responsibility is one of the most important elements Gen Zs look for when choosing a company. Companies can connect with this generation by engaging in social giving. To further promote these types of initiatives, employers can create volunteer programs or provide opportunities to give to charity.
Additionally, Gen Z values organizations that are Equal Opportunity Employers and that actively uphold these standards. This covers more than just clearly defined categories—it also encompasses diversity of thought and skill set.
Fair employment practices need to be advertised and built into the company culture, and employers can start by following the guidelines and laws laid out by the Equal Employment Opportunity Commission (EEOC). At the end of the day, a company should hire the most qualified candidates, regardless of race, age, or gender.
Other generations often categorize Gen Zs by their love of technology; however, Gen Zs also have a passion for social causes and self-improvement. These individuals want to see opportunities for advancement and company policies that promote culture and diversity. Having these attributes can help you attract the most recent graduates and could potentially improve your business’s overall practices.

Matt Thomas is the President of Indianapolis-based WorkSmart Systems, Inc., which he founded in 1998. He is active with the National Association of Professional Employer Organizations (NAPEO), and has dedicated more than 20 years to the PEO industry dating back to his early career with industry leaders ADP and NovaCare Employee Services.


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